Equal employment opportunity
Usual’s hiring approach considers the work, the requirements of the assignment and the experience a candidate brings. Employment decisions should be free from unlawful discrimination, harassment and retaliation. Protections and specific requirements depend on the jurisdiction where the work is performed.
Read official U.S. guidance on disability discrimination and employment decisions.
Access to the hiring process
If you need an adjustment to browse a role, complete an application or participate in an interview, contact peopleorg@usualindustries.com. Include the requisition number, the stage of the process and the adjustment you are requesting. Medical records are not needed in the initial message.
An adjustment request should help identify a practical way to take part in the process. It is separate from the assessment of the role’s essential requirements. Official U.S. applicant guidance is available from the EEOC.
Employment eligibility and E-Verify
Work-authorization checks depend on the employing entity and the work location. U.S. candidates can read our explanation of Form I-9, E-Verify and official worker-rights resources.
Employment eligibility and E-Verify →
Recruitment fraud
Usual does not charge an application fee or ask candidates to buy equipment, transfer money, send gift cards or provide cryptocurrency to secure an interview or offer.
Check the sender’s full email address and compare the role’s requisition number with the listing on this site. An unfamiliar message, an urgent payment demand or a request for identity documents over an unsolicited chat should be checked before you reply.
For help checking a message, contact peopleorg@usualindustries.com. Include the sender address and requisition number. Do not forward passwords, identity documents or bank details.
Candidate privacy
Provide information relevant to the role and avoid sending unnecessary sensitive material. Our candidate notice explains the information requested through the careers process and how to raise a privacy question.
Read the candidate privacy notice →
Location-specific requirements
Application steps, checks and notices vary by role and jurisdiction. Any applicable screening, work-authorization process or local notice should be explained before the relevant step. A general careers page does not replace the details provided for a particular assignment.
